If you believe, as we do at LSA Global, that corporate culture, along with talent and strategy, is what drives a company to succeed, it is critical to understand what culture is and who owns the responsibility for shaping it…the leadership or the workforce?
We define corporate culture as the way work truly gets done on a day-to-day basis…and smart leaders know it exists by either design or default. In other words, in every organization there is a combination of assumptions and behaviors that define the collective attitude of a company’s workforce. In some organizations this combination has been carefully crafted over time to best execute a coherent strategy; in others it has reactively evolved without purposeful alignment.
Our organizational alignment research found that corporate culture accounts for 40% of the difference between high and low performing companies. If you are unhappy with the culture at your organization, what can you do to influence it? And, who will have the greatest impact on changing culture to create higher levels of performance?
We believe that both leaders and employees should own the culture of their organization.
Leaders and Corporate Culture
Perhaps leaders have the most power to design and shape a corporate culture that matters. Since they are responsible for hiring, developing, engaging and retaining talent that performs, they make the decisions about who to bring on board and what behaviors to promote and reward. Leaders are also the ones who define and cascade the strategy that the culture needs to support. Why? Because strategy, one way or the other, must go through culture to get meaningful results.
But beyond setting up the cultural “way” to support and accelerate a particular business strategy, leaders need to understand their critical role as models of the desired behaviors. The way they act each and every day has a greater influence on their employees than they may realize. Whether they know it or not, leaders are in a fishbowl. The workforce is always watching. If a leader’s behavior is out of line with the culture they espouse, you can be sure the leader’s behavior, rather than the desired culture, is the one that will win out. Leaders need to understand that the amount of energy they focus on culture will determine how important it appears to employees. Modifying culture is difficult. It takes a sustained and consistent effort over time.
Employees and Corporate Culture
So where do employees fit into organizational culture? They need to take culture one step beyond the example and commitment of leaders…employees need to own their culture, to live and breathe it in every choice they make.
If, for instance, leadership has determined that the company culture needs to support more decentralized decision-making to best execute their strategy, employees (and their bosses) need to make sure they have the knowledge, skills and beliefs to make effective decisions when it matters most.
The Bottom Line
Organizational culture accounts for 40% of the difference between high and low performing organizations. Culture also occurs either by design or default. Sustainable cultures are the responsibility of both leaders and employees and should be shaped by both in concert in a way that is aligned with your corporate strategy.
To learn more about creating a high performance and purposeful culture, download The 3 “C’s” that Create High Performance Culture Whitepaper
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Margaret M. Mader
Vice President, Human Resources
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Director of HR
We recently contacted LSA Global to assist us with a unique training request. We gave LSA a very short deadline and LSA custom designed a training program to meet our exact requirements within the limited time allotted to them. We found their facilitator to be well versed in the subject matter and very credible; the design provided practical and valuable information to our team of managers. I highly recommend LSA Global, particularly in the area of management training.
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Senior Vice President
I’ve partnered with LSA Global at two companies now, and I consider them a valuable and trusted training and consulting resource. They recommended just the right solution to address our management development needs and have wonderful facilitators that match YuMe’s culture and style of our management team. I would highly recommend LSA Global to any company wanting to deliver quality learning solutions with a valuable learning and development partner.
We signed up with LSA early on–as their 22nd Member! Since then, our organization’s learning needs have increased and decreased and increased again with the changing times. The beauty of the LSA business model is its flexibility…when we needed to supplement our own internal resources, we used LSA services knowing that we could depend on the outstanding quality of the leadership development and management training programs they provide.
The Managing Virtual Teams program was extremely valuable. Your consultant/ facilitator’s fundamental knowledge of Synopsys as a company provided an incredible base to build upon while tackling the complications of managing and working with globally distributed teams. My team walked away walked away with highly useful practices and tools. It was an excellent use of our time.
Vice President, Information Technology
Understanding and conforming to legal compliance was very important to our company. We turned to LSA Global to provide a quality and cost effective way to ensure that we were AB 1825 compliant. Their interactive eLearning program was top-notch. It allowed our managers to learn at their own pace, and on their own time. The program was tailored to include our logo and our internal harassment policies. It was interactive and met all federal and state legal requirements. I would highly recommend LSA Global to any company looking for an efficient and effective and top quality way to train their managers to be in compliance.
Kelly Warren, SPHR
Director, HR & Compliance
LSA provided top notch solutions right when and how we needed them. They exceeded my expectations from a speed, quality, and cost standpoint. I recommend them to anyone looking for a true business partner in the Learning and Development arena. The breadth and depth of their expertise has helped us hit tight deadlines across multiple projects.
Fortune 500 Financial Services Company
Director of Infrastructure & Technology
We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.
Director of Global Recruiting
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PalmSource has found our relationship with LSA extremely beneficial. We worked closely with LSA to customize the right Management Training Program solution to meet our unique business needs. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner.
Vice President of Human Resources
We consider LSA our true business partner in the areas of Learning and Organizational Development. From Strategic Planning to Presentation Skills and Management Training, they continue to provide excellent value and extremely high quality solutions – not just one time events. I recommend them to anyone looking to drive true business results.
Michelle A. Mitchell
Vice President, Worldwide Human Resources
Working with LSA Global has proven to be extremely valuable and worthwhile. LSA understands our business, has deep expertise in content areas, and tailors the programs to deliver great results. The facilitator was extremely knowledgeable about Working Globally with India and her energy and passion made the session interesting, fun, and enjoyable for all that attended. The participants walked away extremely pleased along with highly useful practices and tools. I would highly recommend LSA Global to any company that has partners or offices in India.
Human Resources Business Partner
Thank you to LSA Global for their partnership and support in helping us to design and roll-out our valuable management development training program. I personally have partnered with LSA Global at four of my previous companies. It continues to be a delight working with LSA. We look forward to partnering with them at Blackhawk Networks for future training and consulting needs.
VP Human Resources
We engaged LSA to design and deliver a 6-month custom executive coaching program for a group of our key leaders. The focus of the program was to help a core group of senior leaders to leverage previous investments in management training, to ensure the engagement and retention of key employees, and to push critical strategic initiatives forward. Even with the high expectations of our senior people, LSA has completely exceeded our expectations. I would recommend them to anyone looking to create and implement a custom coaching methodology using proven tools to drive true change.
Senior HR Manager - Staffing, Training, & Development
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